Turning Listening into Action

The weeks leading up to the publishing of our 2020 D&I Report have been incredibly difficult. Here in the U.S. and across the globe, we have grieved the murders of George Floyd, Rayshard Brooks, Breonna Taylor and others. We have reflected on the disproportionate impacts of COVID-19 on minorities and watched as people of all colors and creeds engage in justified civil unrest against longstanding racial injustice around the world. Here at Dell Technologies, Michael Dell asked us all to take the time to listen and think about our role in driving change.

It is now time for our listening to turn to action.

As we work to achieve racial equity, one quote from Dr. Martin Luther King resonates: “We cannot walk alone, and as we walk, we must make the pledge that we shall always march ahead.” These last several weeks have revealed hard truths — about ourselves and our communities. But while there are problems we must solve, I have never felt so inspired by the collective will to do better. We will never go back to the way things were.

At Dell Technologies, we know we have work to do. Today, our senior leadership does not reflect the diversity of the people we serve. In this report, you’ll see data and initiatives that represent our workforce and efforts between Feb. 1, 2019 and Jan. 31, 2020. This report, and our 2030 goals, are important tools to keep us accountable. Of the 22 Progress Made Real goals, two in particular will propel us forward in the area of diversity and inclusion. By 2030:

  • 50 percent of our global workforce and 40 percent of our global people leaders will be those who identify as women.
  • 25 percent of our U.S. workforce and 15 percent of our U.S. people leaders will be Black/African American and Hispanic/Latino minorities.

Achieving racial equity will also mean solving socioeconomic disparity. This requires our ongoing commitment to remove racial bias, increase representation, champion truly inclusive policies, and support the Black community inside and outside our four walls. Our first phase of action outlines our executive leadership’s accountability for these commitments — ensuring diverse hiring, retention, development and promotion, as well as the inclusion of diverse team members in succession planning. Data-driven plans are in place for each Dell Technologies leader to drive diversity on their team.

And it is equally important we are tuned into the discussions happening externally and responding in ways that demonstrate our commitment to positive change. It’s why we made the decision to pause our Facebook activity while they work to address issues of hate speech brought to light by the #StopHateforProfit movement. We’re also taking steps to eliminate non-inclusive language from content across our global operations and engage with peers and communities to establish new industry-standard inclusive language. These are just some of the ways we’re continuously looking across the business to make sure our practices align with our commitment to inclusion.

As we look ahead, our larger remote workforce means we can attract the best talent from every corner of the globe, as proximity to a specific location will no longer be a priority. We will continue to champion for inclusive policies that support women, members of the LGBTQ+ community, people with different abilities and other underrepresented groups. These conversations will be ongoing, as we continue to identify — with intention — the further actions we can take.

And throughout our discussions, we will not let up on transparency, accountability or our end goal — to achieve racial equity and be the employer of choice for all.

About the Author: Brian Reaves

Brian Reaves was previously the Chief Diversity & Inclusion Officer of Dell, responsible for Dell’s global diversity and inclusion initiatives.